Spending less on standard training courses and still develop potential of your employees is attractive. But how can you help your managers and leaders to identify and encourage this development?
Start by looking at the areas flagged by the appraisal – and then look at how best to improve those areas. Is it a training course that’s needed – or a coaching conversation, or on the job experience or exposure to a new situation?
Having this information about focused development areas and bringing coaching conversations and check-ins into every working life between managers and team members will lead to more individualised development – and removes the reliance on generic training courses. Answering this question will also focus mangers on a new role: that of ‘coach’ to their team.
And another question for you. But how clear is it to see in the appraisal session the key areas for development and to spot those with the potential to grow into other job roles? Does your performance review or 360 give you these signposts?
The key is to tailored and individualised development is to know what skills are needed for a role and to give your managers the tools to not only spot where development is needed and where potential sits, but to then structure the conversation with their team member.
They’ll need online, easily accessible information on development needs and a place to record development, and they’ll also need to acquire the skills to hold these conversations confidently.
Spend less on training
To get started you’ll need a talent management tool which draws together and signposts the learning and development needs, and a way to look at the impact of coaching and intervention over time. We can help you with:
We’ll be with you every step of the way as you introduce these new tools, after all, we know the importance of getting it right when you introduce new software and processes.
If you are ready to look at how you can develop your people, but reducing your training costs, please get in touch.
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